How to succeed in speeddating

In presenting the research of psychologist John Gottman, Gladwell explains how thin slicing videotaped interaction between two married individuals allows Gottman and those trained by him to predict with 95% accuracy how likely the marriage is to last.

The concept is simple and relatively straightforward.The conscious mind, on the other hand, is not as methodical, rational, or unbiased.As a result, decisions influenced by the subconscious, something that often occurs when time does not exist to evaluate things further, tend to be much more accurate and fact-based.Fortunately, recruiters looking to embrace a radical new approach and save countless hours of needless work (not to mention misery and frustration) can follow the lead of singles looking for love.“Speed interviewing” and the concepts supporting it come directly from the social phenomena known as “speed dating.” Supported by lots of cognitive research that suggests initial intuition is as accurate as or more accurate than prolonged assessment, a few leading-edge organizations are hopping on board and testing speed interviewing as a possible solution to end the giant disconnect between society today and the HR systems of yesterday.Individuals looking for a date sit at separated tables and do a five-minute interview with their first potential date.Then a bell goes off, and each of the potential dates get up and rotate to another five-minute interview, until they’ve interviewed everyone who has interested them.Brave corporate pioneers include such firms as IBM, Abbott Labs, PNC Financial, Travelodge, Texas Instruments, the Salt River Project, and RBC.The companies use this process for experienced candidates and for college hires.However, if you pay any attention to the written by Malcolm Gladwell.While there are numerous learnings in the book relevant to HR, one of the most relevant to this discussion is the concept of “thin slicing.” Thin slicing is something we all do every day.

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